Our Recruitment Processes

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Recruiting

Consulting

We have the best consulting engineers in Puget Sound. How? We’re insanely careful about who we bring on, and then when we hire someone, we integrate them into our high-performance, supportive, growth-oriented culture. Bring us on as individuals or as a team: we will partner with your existing engineering organization or create one.

Recruitment

Dozens of companies, big and small, trust us to find them the right long-term fits for their technology and culture. We do this with an extreme degree of care and thoughtfulness, with quality, transparency, and a deep understanding of what makes someone successful at your company.

Sourcing

Rooster Park focuses on high value, hard-to-ﬁnd candidates, and builds great, local teams for our partners that work in our office or theirs. We’re not a body shop: if you need 10 low-cost manual testers tomorrow, there are better shops than ours. If you need talented and experienced engineering team members, with virtually no fuss, we’re the ﬁrm for you.

The vast majority of our sourcing comes from people we already know.

We’ve spent years building relationships with engineers, and leverage a network of people we’ve gotten to really know – not just folks we spammed once and will spam again. When we begin a new search, it’s with people who will pick up the phone when we call.

We’ve worked with hundreds of engineers and dozens of partners; they trust us and they’re eager to introduce us to the people they trust most.

Evaluating

We’re obsessively focused on carefully selecting and vetting our candidates, so that our clients aren’t overwhelmed with a pile of resumes with the appropriate buzzwords. Approximately 50% of our candidates have worked with us before: for those who haven’t, we spend an average of four hours evaluating the candidate’s skill set before sending them your way.

We spend an average of four hours evaluating the candidate’s skill set.

Our candidates (consultants and full-time hires) are selected with both technical and cultural considerations in mind. We dig deep to make sure that they’re the type of person you want on your team and that they align well with your mission and values. If we’re not 100% behind our candidate, we’re not afraid to move on.

Connecting

When we do send them to you, we provide a detailed, real bio, not just a buzzword checklist. We’re going to send a small number of candidates to you, and only candidates we’re proud to send: if a candidate isn’t a match, we want to figure out why. The only metric we really care about year-over-year is interviews to offers: that’s our best measure of quality.

We have a 2:1 candidate interview/offer ratio.

We will work with you throughout the hiring process to make certain that we know what’s going on in our mind and in the candidate’s mind, so information doesn’t get lost and we aren’t surprised. We will do as much or as little coordination as you’d like.

In the end, there needs to be a fit – technically, culturally, emotionally – between the client and the person, whether a consultant or a permanent hire. We would rather take the time to get that right for the long-term, which is why we have fewer than one hire/year who lasts less than 90 days.

In a Nutshell

Our process to find the right people for your team takes time, thoughtfulness, and nuance; it's what makes us a unique partner in a highly-competitive industry which too often ends up as a race to the fastest submittal.